People, Culture & Capability Consulting, Pre and Post M&A
Mergers & Acquisitions
Mergers and acquisitions live or die based on people: specifically, having the right people in the right roles achieving the right results at the right time.
It’s about ensuring that two companies can become one, while minimising unwanted casualties. Remember: cultures and people don’t have to match, but they do have to have the potential to fit. And pre-M&A due diligence usually doesn’t extend to culture.
You need a partner like FreshVision to take a high-touch look at the risks; to ask, ‘Who is the critical key talent? Who do we need to build our new future?’
We help managers to have the hard conversations that prevent important people being lost, safeguard deals against going south and help the new business to form, under new leaders.
We focus on these areas:
Pre-merger / acquisition
- Culture and ‘fit’ review
In an acquisition situation, can the two cultures become one?
- Capability review
Based on strategy for the future, is the organisational capability sufficient in terms of people, processes and systems?
- Talent review
Who are they, where are they, and will they stay?
- Leadership analysis
Are the leaders aligned and effective and can the new team, if there is going to be one, succeed?
- Change integration
Post-merger / acquisition
- Change management
- Top team effectiveness
- Goal and performance alignment
- People strategy
Integrated Talent Strategy
In the ideal world where all organisations have an integrated talent strategy process, HR can think through the company’s resource requirements with 5-10-year perspectives, and build necessary relationships and capabilities ahead of time.
Process Facilitation
Most development facilitators will promise learning programmes that are different. That go beyond stand-and-deliver; that take your people to a different place.
Mergers & Acquisitions
Mergers and acquisitions live or die based on people: specifically, having the right people in the right roles achieving the right results at the right time.
HR Capability Building
HR is often criticised for the inability to have the right conversations – for pushing policy, process, spreadsheets and death by PowerPoint.